My concern is that while record keeping (particularly in hiring) is a topic that has been endlessly discussed in the public forum, the most significant problems remain, and the risk of significant cost to the contractor is still there. In fact, one of the reasons I chose to write this was not to remind people of an ongoing issue, but to make perfectly clear that with the significant expansion of record keeping requirements under VEVRAA and Section 503, I am certain the problems for contractors is on the verge of getting worse.
Signed into law on Monday, this bill provides help for veterans as well as tax incentives and credits for employers:
The bill provides double the tax incentives for companies who hire disabled veterans and repeals a 2006 law that, as of 2012, would have required federal, state, and local governments to withhold three percent of payments to contractors.
Mr. Obama also announced a series of executive actions aimed at providing unemployed veterans with the resources to find jobs – including a jobs bank, employment counseling and online resources allowing veterans to explore their employment options.
Today’s job market has created a conundrum for growing companies. The landscape is rich with qualified candidates. But issue a want ad, and some statistics note that 200 applications are likely to respond.
How can any employer reasonably cope with that flood of candidates?
Those corporations, healthcare organizations and government departments using an applicant tracking system find they have a powerful, enterprise-wide job acquisition and talent management solution ideal for businesses in hiring mode – or even those that are fully staffed.
Today’s ATS provides web-based applicant tracking and candidate management systems that empower businesses with easy-to-acquire and easy-to-use tools to reduce costs and streamline business operations. They automate candidate application and resume management – and create an invaluable competitive advantage.
WASHINGTON – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) today unveiled two initiatives aimed at promoting the hiring of veterans and protecting the rights of applicants with disabilities: The Good Faith Initiative for Veterans Employment (G-FIVE) and Ensuring the Accessibility of Online Application Systems.
“The G-FIVE was created to address the employment challenges facing the veteran workforce today by recognizing federal contractors for their efforts in employing and advancing covered veterans,” said Charles E. James Sr., deputy assistant secretary for OFCCP. “It reaffirms OFCCP’s commitment to ensure compliance with the requirements of the Vietnam Era Veterans Readjustment Assistance Act and creates an excellent incentive for federal contractors to hire veterans.”
“The G-FIVE also strengthens partnerships between OFCCP and veterans groups and other agencies,” added Victoria Lipnic, assistant secretary of labor for employment standards. “It’s an OFCCP initiative that supports America’s heroes.”
The second initiative, Ensuring the Accessibility of Online Application Systems, is designed to ensure that federal contractors and subcontractors provide equal opportunity to qualified applicants with disabilities, including disabled veterans, to compete for jobs when using an online application system.
Electronic job application systems must be accessible to, and usable by, applicants who have disabilities, or the contractor must provide a reasonable accommodation that allows an equal opportunity to compete for a job.
“Nothing is more fundamental to equal employment opportunity than the opportunity to apply for a job,” said James. “As more and more employers turn to the Internet to locate and screen job applicants, this initiative is crucial to ensuring that disabled veterans and other qualified individuals with disabilities are afforded that opportunity when an online system is used.”
The directives outlining these new initiatives, along with frequently asked questions, are available on OFCCP’s Web site at http://www.dol.gov/esa/ofccp/index.htm.
OFCCP, an agency of the Department of Labor’s Employment Standards Administration, enforces Executive Order 11246 and other laws that prohibit employment discrimination by federal contractors.
The agency monitors federal contractors to ensure that they provide equal employment opportunities without regard to race, gender, color, religion, national origin, disability or veteran status.
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U.S. Department of Labor releases are accessible on the Internet at http://www.dol.gov. The information in this news release will be made available in alternate format (large print, Braille, audio tape or disc) from the COAST office upon request. Please specify which news release when placing your request at 202-693-7828 or TTY 202-693-7755. The Labor Department is committed to providing America’s employers and employees with easy access to understandable information on how to comply with its laws and regulations. For more information, please visit http://www.dol.gov/compliance.
Here are some good resources for learning more about the US Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP):
Frequently Asked Questions:
Godfrey & Kahn (Law Firm):
If you would like to submit and additional resources, please send us an email to firstname.lastname@example.org